Revisiting multi-tier wage structures: equity, employment mobility, and tier effects

Article Abstract:

This study considers the competing conclusions reached by Martin and Peterson (1987) and Cappelli and Sherer (1990) regarding two-tier wage systems and examines how worker perceptions of their own employment mobility affect attitudes about two-tier systems. Findings from a hybrid multi-tier wage system in the retail food industry containing both permanent and merging or temporary tiers indicates that workers on the permanently lower B tier possessed more negative attitudes than their A-tier counterparts, with some evidence that the effects of permanent and temporary plans differ. Employment mobility moderates these attitudes, for low mobility workers report more positive attitudes than do high mobility workers. (Reprinted with permission by author.)

Economic aspects, Wages, Wages and salaries, Occupational mobility

---

Mandated benefits and entry-level employees and employment

Article Abstract:

Entry-level employees, particularly those with little education and skill, are often not provided fringe benefits that are included in the compensation packages of their more skilled and experienced counterparts. Under the rubric of improving the well-being of entry-level employees, Congres is considering proposals requiring employers provide specific benefits to employees. Unfortunately, by substituting political directives for market decision making, mandated benefits impose economic inefficiencies, and most of the resulting costs are borne by the entry-level employees purportedly most helped by mandated benefits. (Reprinted by permission of the publisher.)

Employee benefits

---

Why is flexible employment increasing?

Article Abstract:

Firms have increased their reliance on flexible, or temporary, employment. Some of this increase is a normal market response to technological and demographic trends largely beyond the control of public policy. But the trend toward flexible employment is also explained by increased government regulation of labor markets. This regulation has increased the cost of employing permanent workers relative to the cost of employing temporary workers. Of primary importance has been the substitution of regulatory restrictions on hiring and firing for the common law doctrine of employment at will. (Reprinted by permission of the publisher.)

Analysis, Labor market, Temporary employment, Contract labor

Similar abstracts:

• Abstracts: Downsizing and other related workforce trends: an employee benefits perspective. Will employee choice and defined contribution health plans salvage the embattled managed care system?
• Abstracts: Mixed signals breed mistrust. Why employees stay is more critical than why they leave
• Abstracts: Hispanics: when has equal employment been achieved? Put diversity in context
• Abstracts: Dual labor markets, efficiencey wages, and search. Unemployment Compensation Finance and Efficiency Wages. The Effects of Rising Female Labor Supply on Male Wages
• Abstracts: Trade union membership in Britain, 1980-1987: unemployment and restructuring

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.